For the purposes of developing and evolving recruitment policies, keeping abreast of latest innovations or other changes in the field will strengthen the framework, just as making good use of feedback from all three sides of the recruitment equation---the organization, the recruiters and the applicants-will.
A recruitment policy comprises the distinct strategies, standards and guidelines adopted by an organization for employee recruitment. A perfect recruitment policy document helps an organization integrate its employee-retention measures, thereby fostering positive growth for itself.
Formulation and revision of recruitment policies can be driven by professional outside or in-house HR consultation and by accumulated, often trial-and-error experience with applicants, HR personnel and candidates. Key to implementation and evaluation of such policies are effectiveness evaluation standards to assess recruitment performance and review procedures that make allowance for feedback and innovation regarding the recruitment field in general and within the given organization.
Recruitment processes depend largely on an organization's recruitment policies. Rules and regulations are set according to the demands of the recruitment situation. For instance, policies for a full-time employee will differ from policies for appointing a part-time employee. There may be different policies for unique recruitment situations. Job types and descriptions play a major role in determining related policies. Organization policies for recruiting employees include terms and conditions that legally bind them to the company. These terms and conditions should be explained while recruiting a new employee.
Apart from in-house policies, an organization is bound to follow the Federal and State recruitment policies (or their equivalent in other countries and regions). These policies focus on the process of recruitment, employment transparency and employment discrimination, to mention but a few areas of regulated compliance.
Among such employment rules imposed by the Federal Government, are requirements specifying that an organization must implement unbiased employment practices. The policies should not allow any sort of discrimination such as, age, race, sex, nation, disabilities or religion-or any other category declared "protected" under established law.
According to Federal policies, each applicant should be treated equally and with respect for individual and group dignity.
Providing legal protection for employees in enterprises with at least 15 employees (20 employees in age discrimination cases), the U.S. Equal Employment Opportunity Commission also covers most labor unions and employment agencies with laws and sanctions designed to prevent discrimination.
Fair Labor Standards Act
In the interests of social and economic equity, the U.S. legislated the 1938 Fair Labor Standards Act, which among other things, set a minimum wage to be paid by enterprises engaging in interstate commerce.
Affirmative Action Topics in Hiring
Affirmative action can be interpreted as affirming, as a right and a policy of social and economic justice, opportunities for historically and culturally hampered categories of individuals and groups to gain entrance into domains of education and employment that would, in the absence of facilitating legislation, remain difficult, if not impossible, for them to penetrate.
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